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AlGonzalezinfo's curator insight,
December 12, 2012 11:41 PM
This is my own personal story. I hope it helps communicate the difficulty of changing bullying behavior both in our schools and places of work.
Enzo Guardino's curator insight,
August 4, 2013 10:09 AM
If only all Leaders would identify their vulnerabilities and turn them around for positive purposes.
Claudia DeSalvo's curator insight,
August 6, 2013 12:04 PM
How do you feel about getting feedback? Scared? Maybe a little upset? Following the tips on constructive feedback in this article can prevent all those bad feelings that come from a regular feedback session.
The line between being constructive and criticizing things is very thin. The supervisor should act as a coach using more questions than bluntly pointing out issues and leaving it at that. According to the article, "A coaching approach can also help foster an atmosphere of trust and mutual respect, leading to a healthy and productive relationship."
After the employee knows about the problem, the focus should be turned onto how to fix it and alter their approach to the work that will lead to the desired result.
"Seeking permission from the employee before offering feedback can "soften the blow" and help prepare the recipient by making her aware that the supervisor is about to offer some constructive advice." I believe that asking before giving feedback would be a lot better for both the supervisor and the employee, as they would both be ready and hurt feelings would be easier to avoid.
The supervisor is not the only one who needs to strive for a successful feedback session. The employee must keep an open mind and be sure that they understand the next actions they must take. Without the mutual effort, things may not go as well as the may have.
Anne Egros's curator insight,
June 27, 2013 3:50 PM
ratzelster's curator insight,
June 29, 2013 9:40 AM
These are ideas that seem pretty easy to use and will definitely boost connections.
AlGonzalezinfo's curator insight,
April 23, 2013 6:19 AM
Very Good Scoop David! From the article:
Risky conversations in which one party shares the negative effects of another’s behavior may be messy, as feelings often get hurt and let loose as part of the process. This is fine, as long as your intentions are to open to more connection or a better environment. Double check to see if your surface intention to be transparent belies a hidden intent to hurt, distance, punish or passively relieve yourself of resentment.
Ask yourself: Am I feeling threatened, or secretly resentful? If this is the case, it is usually not useful to express your opinions or feelings in that moment.
Scott Span, MSOD's curator insight,
April 23, 2013 10:38 AM
Not only asking the right questions - but asking if the other person is open to feedback - critical to success.
Jean-Philippe D'HALLUIN's curator insight,
May 18, 2013 3:16 AM
from article : "When you are about to “be honest”, ask yourself, what is my intention in expressing my truth right now? What is the impact I want to have?"
AlGonzalezinfo's curator insight,
February 28, 2013 7:40 AM
From the article: What Is Feedback, Anyway? The term feedback is often used to describe all kinds of comments made after the fact, including advice, praise, and evaluation. But none of these are feedback, strictly speaking.
Basically, feedback is information about how we are doing in our efforts to reach a goal.
I hit a tennis ball with the goal of keeping it in the court, and I see where it lands—in or out.
I tell a joke with the goal of making people laugh, and I observe the audience's reaction—they laugh loudly or barely snicker.
I teach a lesson with the goal of engaging students, and I see that some students have their eyes riveted on me while others are nodding off.
Barry Deutsch's curator insight,
January 7, 2013 2:23 PM
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback? Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management. We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you! Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
Martin o'neon's curator insight,
January 8, 2013 10:06 AM
Why do most managers and executives have trouble "coaching" their teams to higher levels of peformance? Why is it that so few companies spend NOTHING on training managers and executives how to coach, inspire, delegate, assign, and give feedback?
Everyone pays lipservice to the idea of leading/managing teams, but so few companies put their resources behind the concept of being a great place to work because of the quality of the leadership/management.
We seem to have taken the "heart" out of leading/managing and it's become a very sterile environment that just doesn't work. Trust comes from the heart, and if you're not leading, managing, coaching from that perspective, your team will NEVER trust you!
Barry Deutsch
Leadership Blog for CEOs and Senior Executives in the Vistage and TEC Community
http://www.impacthiringsolutions.com/vistageleadershipcommunity
If your passion is focused on being the best leader possible, join us in our LinkedIn Discussion Group for leadership topics ranging from hiring and retaining top talent to outstanding sales management
http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Leadership-Management-1925834/about
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Amy Ragsdale's curator insight,
March 10, 2014 10:49 AM
"Strong leaders lead towards a positive outcome by partnering with the other party in preventing the issue from happening again. This way, both parties create a collaborative partnership and a positive future for them AND the organization."
AlGonzalezinfo's curator insight,
March 10, 2014 8:37 PM
It was truly an honor to have been joined by Professor Kim Cameron, on Leading Beyond the Status Quo this week. He is a true advocate for the power of forgiveness and its relevance to good leadership. Professor Cameron explained that to be a strong and mature leader, we need to have the courage to face those who may have done us wrong and present an objective description of the issue. Strong leaders overcome the desire to get even and are able to list the negative consequences because of the action taken against them. Unbeknown to me, Professor Cameron researched the Truth and Reconciliation Commission Hearings in South Africa and has actually visited the prison cell where Nelson Mandela was held. Check out the post at: http://bit.ly/1fQVSMJ
Graeme Reid's curator insight,
March 27, 2014 7:38 PM
It is also important to make any feedback about how to improve not a perceived failings.
Tracee Orman's curator insight,
March 30, 2014 9:58 AM
Writing this one phrase on students' papers boosted student performance by 40%. So simple...
U-M Human Resource Development's curator insight,
April 11, 2014 4:04 PM
Everyday leaders can achieve extraordinary results by being attentive! Great article!
Al Maes's curator insight,
November 4, 2013 10:34 AM
Managers, don't assume that you're doing a good job.
Don Cloud's curator insight,
November 5, 2013 7:32 AM
Powerful story. Leaders must not be afraid of feedback ... in fact, you should seek it out. You already know that your people cannot grow if they are not afforded honest and constructive feedback. They same applies to leaders. Don't make the mistake of stifling your own grown--and that of your organization--by shielding yourself from much needed feedback.
AlGonzalezinfo's curator insight,
November 14, 2013 10:43 AM
I love this post from the CEO at Happy Cog. His honesty and transparency is something we need so much from the big boss.
Most importantly, his courage in not only being reviewed but to talk about it and why it is importantly!
Here is a very good section about his advice to others:
Reality: I waited too long.If I can offer any advice to people in my position, it’s please don’t wait to get a candid assessment of what your coworkers think of how you’re steering the ship. Chances are, you’re not as smooth as you think.
Claudia DeSalvo's curator insight,
August 16, 2013 2:55 PM
Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.
Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:
After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.
Marie Picon's curator insight,
May 7, 2013 4:29 AM
Me parece estupendo lo que nos dice Mertxe Pasamontes con respecto a la identidad en el feed-back negativo.
tuXccoaching's curator insight,
June 14, 2013 12:21 PM
El feedback es aquella información retroactiva de situaciones vividas, podríamos decir que es un reconocimiento a alguien. Este aprendizaje se apoya sobre los datos obtenidos de las propias actuaciones del individuo, con el objetivo de perfeccionarlas o corregirlas. En el Coaching Educativo aplicamos esta técnica como recurso fundamental en la comunicación con los docentes o alumnos, puesto que es muy necesario ese flujo de información, permitiendo en todo momento al alumno o docente poder evaluarse. Dentro del FEEDBACK, encontramos el feedback positivo y el feedback negativo, en este último se debe tener especial cuidado, ya que se puede interpretar por la otra persona como una crítica, por lo que se debe aplicar como algo que habría que mejorar, nunca criticar.Otra herramienta muy útil, pero menos conocida es el FEEDFORWARD, es aquella técnica que ayuda a centrarse en un futuro positivo, no en un pasado lleno de errores, es muy interesante para los alumnos, ya que potencia las condiciones futuras de éxito. Su función es generar ideas que faciliten cómo se pueden alcanzar los mejores resultados, desde las más atrevidas a las más interesantes propuestas, porque en un principio no se puede saber que es lo más adecuado, pero ayuda a focalizar el interés de cada persona. Es muy gratificante porque siempre es recibido en positivo, focalizando en soluciones no en problemas del pasado, ayudando a hacer lo adecuado , ya que planificando podremos evaluar y en consecuencia "modificar el futuro". Muchos autores sostienen que en lugar de rememorar el pasado, que no se puede cambiar, el concepto del feedforward representa alimentación hacia el futuro, es decir,lo qullamábamos pro-alimentación. Al igual que el Feedback el Feedforward, también cuenta con: Feedforward negativo (la próxima vez, evitar esto o aquello). Feedforward positivo (la próxima vez, intente esto y repita este).
tuXccoaching's comment,
June 14, 2013 3:44 PM
Gracias AlGonzalezinfo , si estoy de acuerdo excelente video.
Jasmin Rez's curator insight,
April 17, 2013 5:59 PM
"Learn To Accept Feedback With Humility" via @karin_sebelin
Bond Beebe Accountants & Advisors's curator insight,
December 18, 2012 8:29 AM
Providing effective feedback is an essential skill for managers at every level. As this piece suggests, offering concrete, detailed direction is key to employee success.
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These are ideas that seem pretty easy to use and will definitely boost connections.